My Learning Blog

Instructional design principles remain the same irrespective of the content. its analyze content not as a subject, but at a higher level--what is the key problem the training intervention is trying to address? Based on the content provided, what objectives contribute towards the solving the problem? How do these objectives tie with the interactions so that the course is within the the scope? What would be the evaluation criteria? Subject Matter Experts (SMEs) might consider some concepts as a given while providing content, without considering the audience profile. The language used for the online media is direct and straightforward. ID-SME collaboration helps to break complex concepts into simpler, easily understandable content. Audiences tend to think within their departmental/team silos. Even within the team, people have different levels of subject knowledge. IDs use their skill with content to preempt questions for all levels of learners.

At the onset, set and communicate well-defined team principles. Share this information with the entire team. Clearly communicate your expectations from the team. Listen their expectations from the work experience. Exchange this information with the entire team or during one-on-one sessions with each team member. Reinforce the team priniciples and values continually and encourage team members who personify those values. Share this information with the entire team. Lead by example. Encourage three important values--share learning, help each other and be polite. Perform this activity with the entire team. Expect team to handle conflicts with other team members one-on-one. Explain techniques on how this can be done. Share this information with the entire team.

Particular about adherence to schedules, quality standards and lucid communicaton. Define process clearly and actively emphasize on it adherence. Transparent, true and honest in relationships. Attention to individual growth, interests and current capabilites. Direct and straighforward communication. Emphasis on learning and spreading learning. Encourage questions and discussions on the project. Open. Organized.

Instructional Theories: http://ide.ed.psu.edu/idde/theories.htm http://tip.psychology.org/theories.html http://mitworld.mit.edu

Important Note : Assume that there is a separate the content QE process that addresses script styles, grammar and other issues for the script and this QE refers primarily to the functionality check. There are no missing instruction text. Instruction/common text are consistent and accurately written. Popups, glossary, resources, jobtools, instruction text, page numbers, slide numbers, coach, tutor and all other course features and attributes function as expected. Exceptions are well-addressed. Popups, glossary, resources, jobtools, instruction text, page numbers, slide numbers, coach, tutor and all other common course features and attributes have consistent look and feel and reference, for curriculum development. The content flow is alignes with the script. Reverse flow is well desgned. There are no usability concerns - for example, no distinction betweem visited and not visited states. Outstanding alpha, beta and other issues are adequately addressed and implemented. Image quality and ...

A colleague told me yesterday that sometimes just to evoke a reaction or kick up a discussion, he intentionally misrepresents a fact. Nice strategy!

Know who your prospective manager. Get information from your prospective manager on the attrition rate in the team. His/her answer would be a good indicator on the kind of manager he/she is. Obviously, lesser the attrition, more successful the manager. Find from him/her your first assignment and how you would be considered successful--you would know how much thought has gone into working out your role description or how important the role is to the organization. Insist on meeting other members of the organization--you would get a clue of the culture and the people in the organization and whether you really fit in that environment. If you aren't happy with the salary being offered, make sure your prospective mananger knows of it and find out how they plan to address this concern once you onboard. Typically, if you aren't really happy with the salary offered and salary is your primary motivator, I would recommend not accepting the offer--I believe that one of the best times for n...